Terminations Overview

Termination Of An Employee

Occasionally, you may have to terminate an employee due to poor workmanship, detrimental conduct and/or violations of policies and procedures.  Conditions for the termination in these cases, and the events leading up to the dismissal should be clearly outlined in your employee handbook.  The two most important factors are that all events leading up to the termination are documented, and that the termination is done according to the fair and lawful guidelines outlined in your employee handbook.

Upon the employee’s dismissal, you need to collect all company belongings.  A checklist with an area for signing off (receipt) should be used to log the return of those items.

It is advisable to make the termination of an employee event move quickly and have the former employee leave the premises as soon as possible to prevent other situations from arising.

Separation Of Service

Not all people leave on poor terms.  Sometimes people change careers, move from the area, or go into business for themselves.  You still will need to retrieve company property, and the ex-employee will need to be able to cleanup the vehicle before turning it in.

We suggest that you do exit interviews when feasible.  These interviews can be enlightening for both parties and time well spent.  Often you can use the thoughts and ideas from your former employees to improve your company, and also to reinforce the positive aspects.  You can also use this interview to keep the door open for the employee to return as well as thank him/her for their contributions.

Sample Exit Interview form